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Article 9: Compensation & Fringe Benefits

 

9.1 SALARY SCHEDULE

 

The salary schedule shall be set forth in Schedule A, which is attached hereto and incorporated into this agreement.

 

9.1.1    Mid-Year Contract Revisions

A bargaining unit member who earns credit which allows a mid-year horizontal move on the salary schedule shall be placed on the same vertical step as indicated on the most recent bargaining agreement and shall be paid on that step for the balance of the semester.

 

 

9.2 PAYROLL INSTALLMENTS

 

Each bargaining unit member shall be paid by direct deposit. Payments will be made on the basis of twenty-four (24) equal payments (September-August)  Special payroll will be included on the regular 30th of the month payment, and clearly indicated on the statement rather than paid by special payroll check.

 

 

9.3 PAY DAYS

 

The paydays shall be the fifteenth (15th) and the thirtieth (30th) of the month.

 

Newly hired bargaining unit members will receive a $1,000 advance payment on August 30th. The advance will be recouped from the bargaining unit member through a salary reduction by the Board in equal installments over the following eight (8) pay periods beginning September 15th.  The Association acknowledges the advance is for the benefit of newly hired bargaining unit members under Section 9 under the Wage Payment and Collection Act.

 

 

9.4 RETIREMENT

 

9.4.1    Retirement Incentive

For the duration of this Agreement only, any bargaining unit member who has completed ten (10) years or more of creditable service with the school district, who is eligible to retire under the Illinois Teacher’s Retirement System (TRS), and whose retirement will not result in a penalty to Unit Five, shall be eligible for a retirement incentive.

 

If a bargaining unit member gives the Board an irrevocable notice of retirement by May 1st prior to the school year he/she is first eligible to retire under the above criteria, the Board shall pay the bargaining unit member a six percent (6%) retirement incentive, inclusive of any other increase in compensation, for each of his/her remaining years of service, up to a total of three (3) years.  For purposes of this Section, unused, uncompensated sick leave at retirement shall not be considered in determining when a bargaining unit member is first eligible to retire.

 

Any voluntary decrease in assignments from the previous year will cause a decrease below the 6% incentive based on the prior year’s schedule figures.

 

Upon occurrence of a life-changing event: e.g. death of spouse, divorce, grave illness of a child, etc., the prospective retiree may petition the Board to be release from his/her retirement resignation.

 

This retirement incentive shall not be available to any bargaining unit member whose retirement would give rise to an ERO penalty or any other penalty to the Board.  In the event a bargaining unit member’s contractual salary, independent of a retirement incentive, would be more than a six percent (6%) increase, the bargaining unit member will receive the contractual salary and no retirement incentive.

 

9.4.2    Grant of Additional Sick Leave Days

The District and the Association recognize that there may be circumstances under which a lump sum grant of additional sick leave days in order to qualify a bargaining unit member for additional credited service recognizable by TRS may be in the best interests of not only the bargaining unit member but also the District.  Consequently, the Association and the administration shall identify those bargaining unit members qualified to retire under the early retirement option who might upon a grant of lump sum sick leave achieve sufficient years of credited service to avoid an early retirement option penalty.  The parties shall then analyze whether or not the payment required of the District by reason of making a grant of additional sick leave days beyond the normal annual allocation would exceed the penalty to be incurred by the District by reason of a bargaining unit member taking advantage of the early retirement option.  Should TRS confirm that the ERO penalty would exceed the additional payment required of the District by reason of the grant of sick leave, the District shall grant such additional days of sick leave as would qualify the bargaining unit member for retirement without the imposition of an ERO penalty upon either the bargaining unit member or the District.

 

 

9.5 CERTIFIED NURSES

 

A certified school nurse employed directly by Unit Five shall be placed on the salary schedule and will be accorded existing rights given by the Illinois School Code.

 

 

9.6 HEALTH INSURANCE

 

The Board shall contribute an amount to the Insurance Fund for each individual bargaining unit member toward their insurance benefits. This allowance shall be reduced pro rata for any bargaining unit member who is employed less than full time. UFEA shall be allowed an opportunity at the new teacher paperwork sessions to discuss with bargaining unit members the matter of waiver of individual health insurance coverage. The form to be used by a bargaining unit member to waive health insurance plan coverage shall be jointly agreed to by the Administration and UFEA. The District and the Insurance Committee will work towards developing a plan that will allow bargaining unit members access to alternative benefits.

 

The Board shall pay the following amounts toward individual premium cost per month for each bargaining unit member.

 

  • For the insurance year July 1, 2016 through June 30, 2017, $500.
  • For the insurance year July 1, 2017 through June 30, 2018, $525.

 

It is the intent of the Board and UFEA that the full monthly individual premium cost during the term of this Agreement will be covered by Board contributions, utilizing the contributions outlined above and a small portion of previous Board contributions currently in the fund reserves. The amount the Board shall contribute in the future shall be determined through collective negotiations.

 

Moneys paid into the Insurance Fund shall first be used to offset the cost of individual coverage for plan participants. Any surplus contribution the Board makes shall be added to the Insurance Fund reserve. In no event shall the Board’s contribution relieve bargaining unit members of responsibility for dependent coverage.

 

An Insurance Committee will be formed and will be co-chaired by the UFEA President and a central office Administrator. The Committee will consist of the two co-chairs and:

 

  • (7) UFEA bargaining unit members appointed by the Association
  • (2) UFSPA bargaining unit members appointed by UFSPA
  • (2) Administrators
  • additional employee representing other employee groups
  • retiree; the retiree shall be chosen by the retirees participating in the plan, pursuant to an election administered by the Administration

 

All committee members shall be currently enrolled in the Unit 5 health insurance plan. The co-chairs of the committee will be responsible for scheduling meetings and preparing written information for the meetings.

 

The committee will meet as necessary, but at least quarterly. The committee will:

 

  • Provide regular and timely communication with participants
  • Monitor the Insurance Fund and the reserve balance so as to maintain a healthy fund balance of between 3 and 6 months of claims costs
  • Recommend changes (reduction or enhancements) to the benefit structure based on industry standards, actuarial data, plan performance, claims history, the status of the Insurance Fund balance and other applicable data
  • Consult with experts as needed and periodically participate with the District in rebidding of the Insurance plan
  • Have access to all information and data needed to carry out their responsibilities, including master policies, benefit documents, claim procedures and experience, etc.
  • Consider all options which are in the best interests of the plan, taking into account, without limitation, benefit designs and options, cost savings, cost containment options, managed care, preventative and wellness programs and the like
  • Consider modifications of the benefits currently in effect, selection of insurance and stop-loss reinsurance carriers, selection of third party administrators, selection of managed care networks and brokers, management of accumulated reserves, selection of the funding mechanism for coverage (i.e. fully funded conventional, self-funded, etc.), establishment of premium levels for single and dependant coverage
  • Educate plan participants concerning the Insurance Plan and the options and alternatives available to each participant

 

The Insurance Committee shall have authority to establish the benefit level, within the parameters set forth above.  The Board and UFEA agree that any other change recommended by the Insurance Committee is subject to approval by the Board and UFEA.

 

9.6.1    Term Life Insurance

The Board shall provide individual premium cost per month per bargaining unit member to cover the cost of a term life insurance policy that is equal to the bargaining unit member’s annual base salary, rounded up to the nearest $1,000, but no less than $50,000.

 

 

9.7 TRAVEL PAY & TIME ALLOWANCE

 

9.7.1   

All bargaining unit members shall be reimbursed for travel expense at the current Internal Revenue Service rate for all approved mileage necessary to perform their assigned duties.

 

9.7.2   

All bargaining unit members required to travel between buildings during the regular work day shall be allowed adequate time to relocate and travel safely.  Bargaining unit members will be allowed at least the amount of time indicated on the Travel Time and Mileage chart in Appendix E to travel from one building to another.  The Superintendent or designee and the UFEA president or designee shall, at the beginning of each school year, review the time demands for travel.  A bargaining unit member may request a review of his/her schedule by the assistant superintendent or designee and UFEA president or designee during the first fifteen (15) school days of each semester or after any schedule change.  Adjustments will be made for special assignments.  Such travel time shall not be counted as either duty-free lunch or planning time.

 

 

9.8 SUPPLEMENTAL PAY RATES

 

Extra duties that appear on Schedule B will be added to the bargaining unit member’s salary and shall be paid in equal installments each pay period.  See Section 6.6.2.1 for posting requirements for Schedule B vacancies.  Extra duties that appear in Section 9.8, Supplemental Pay Rates, shall be paid after completion of the assignment as a part of special payroll.  Bargaining unit members will be notified, preferably in writing, about opportunities for extra duty assignments shown below.  Written notification is not required for Contract Extension Duties, Pay Rate 6.

 

9.8.1    Supervision – Pay Rate 1

A bargaining unit member who voluntarily accepts an hourly assignment regarding the supervision of students attending events sponsored by the district which occur outside of the regular work day shall be compensated at the hourly rate listed below as Pay Rate 1.  Examples of such work are event chaperon, pep bus monitor, and after-school intramural program supervisor.

 

9.8.2    In-Service Participation – Pay Rate 2

A bargaining unit member who participates in a district-sponsored in-service offered through the Professional Development Academy shall receive Board credit on the salary schedule based on one-half (1/2) hour of credit for each six (6) hours of in-service participation.  In lieu of such salary schedule credit, a bargaining unit member may choose to be compensated at the stipend rate listed below as Pay Rate 2.  At the time of enrollment for a particular in-service opportunity, a bargaining unit member shall designate the method of compensation to be awarded on a form provided by the district.

 

In-service may at times be provided using a “blended learning environment” model, utilizing face to face, virtual guided, and/or self-directed professional development delivery methods.  This model will allow employees to complete professional development through the use of the bargaining unit member’s contractually required flex time with no additional compensation to the employee.  In the event sessions require time that takes place outside the regular work day, said employees will receive credit on the salary schedule or be compensated at the stipend rate listed below as Pay Rate 2.

 

9.8.3    Internal Substitution – Pay Rate 3

A bargaining unit member who is requested by the administration to substitute for another certified bargaining unit member due to a lack of a regular substitute being hired and accepts such duty shall be compensated at the rate listed below as Pay Rate 3.

 

9.8.4    Curriculum Work/Supplemental Instruction – Pay Rate 4

A bargaining unit member who voluntarily accepts an hourly assignment to produce curriculum related materials which benefit the district or to provide supplemental instruction to students outside of the regular workday, such as driver’s education, shall be compensated at the rate listed below as Pay Rate 4.  It is understood that for each one-hour of instruction there will be twenty (20) minutes of paid plan time.

 

9.8.5    Clubs – Pay Rate 5

A bargaining unit member who accepts a leadership role as a sponsor of a club approved by Administration shall be compensated at the rate listed below as Pay Rate 5.

 

9.8.6    Contract Extension – Pay Rate 6

A bargaining unit member who voluntarily accepts an extended assignment requiring work to be performed beyond the regular 180-day work-year shall be compensated at the rate listed below as Pay Rate 6.  It is understood that such work is determined to be necessary to the district and is essentially either an extension of the bargaining unit member’s regular duties or is, by its nature, work that requires the application of unique skills and expertise which must be performed by the bargaining unit member accepting the additional work opportunity.

 

Notwithstanding any other provisions herein, the District reserves the right to determine how many days beyond the regular 180-day work year shall be required.  Bargaining Unit members shall be advised of the number of extended work days to be available following the end of the school year no later than December 1 of that school year and the number of extended work days to be available prior to the beginning of the next school year no later than May 1st of the preceding school year.

 

If a bargaining unit member is advised that no additional workdays will be available to accomplish work that is determined to be necessary by the district, they may choose to work with their Administrator to select a flexible work schedule that will allow for work to be completed before and/or after the regular 180-day work year, while not extending the bargaining unit member’s work year beyond 180 days.

 

 

Assignment Additional Days Notes
High School Counselors 7 days each *
Middle School Counselors 5 days each *
Agriculture Teachers Up to 40 days District-wide
Industrial Technology Teachers Up to 5 days each to clean and repair machinery
Inter-Agency Cooperative Education (I.C.E) 15 days each to ensure proper placement of students and to conduct follow-up interviews with employers at the end of the school year
Special Education Cooperative Learning Teachers 10 days each to ensure proper placement of special education student in work positions and to conduct follow-up interviews with employers at the end of the school year
High School Activities Directors 5 days each to establish and close down accounts for the school year
Psychologists/Social Workers 10 days each *
High School Media Specialists 10 days per high school *
Middle School Media Specialists 2 days per middle school
Elementary School Media Specialists Provided substitutes for 3 days in each building to complete year-end IMC duties
Certified School Nurses 4 days prior to school year each*
*  Each year, these bargaining unit members shall work with their building administration to establish the number of days each would like to work.  Bargaining unit members should submit to their administrator, in writing, the number of their approved days they would like to work.  During this process, if it is determined that a bargaining unit members prefers not to work any additional time, the days which would be allotted to that bargaining unit member shall be divided among those who wish to work.

 

9.8.7    Principal’s Temporary Substitute – Pay Rate 7

On occasions when a principal must be out of the building, the duties of a principal may be undertaken temporarily by bargaining unit members.  A stipend of fifty (5) dollars per half day and one hundred (100) dollars per full day will be paid to the bargaining unit member to reflect the extra time and responsibility necessary to carry out these temporary duties.  The position of ‘Principal’s Temporary Substitute” will be posted in each building at the beginning of the school year so that all interested bargaining unit members may apply.  When the need arises, Principal’s Temporary Substitutes will be selected from the pool of applicants.  Preference will be given to teachers with a Type 75 certificate or individuals working on that certification.

 

9.8.8    Professional Development Instruction or Training – Pay Rate 8

 A bargaining unit member who delivers training or instruction to other staff outside of the school day will be compensated at the rate listed below as Pay Rate 8.  If the preparation for the training is part of their normal work day, the bargaining unit member will be paid only for the actual instruction time.  If the preparation is not part of their normal work day, the bargaining unit member will be paid for the instruction time and for two hours of preparation time for each one hour of instruction.  It is understood bargaining unit members providing such training and instruction may be expected to complete paperwork and other related responsibilities when providing such training and instruction, such as:

 

  • provide instruction to the participants for the full number of hours indicated
  • make sure participants sign in each time they arrive at a class
  • provide paperwork and sign-in sheets as necessary to the Unit Office
  • distribute evaluation forms to participants during the last 15 minutes of the class or training
  • complete all necessary paperwork and return them to the district office within

 

Training or instruction may at times be provided using a “blended learning environment” model, utilizing face to face, virtual guided, and/or self-directed delivery methods often using technology. This model allows employees to complete professional development through the use of the bargaining unit member’s contractually required flex time with no additional compensation to the employee who participates in the training or instruction. In the event the administration approves in advance the creation or delivery of the training, instruction or professional development outside the regular work day, those employees creating or delivering the training or instruction will be compensated at the rate listed below as Pay Rate 8 for the number of hours approved by the administration.

 

9.8.9    Supplemental Pay Rates

The following rates shall be applicable for the term of the agreement. Multipliers are calculated on the “base” pay, or Lane 1, Step 1 of the salary schedule in Appendix D.

 

Pay Rate
Purpose
Amount

Pay Rate 1 
Supervision
.0006 of base per hour

Pay Rate 2
Professional Development
.00065 of base per hour

Pay Rate 3
Internal Substitution
.0006 of base per period at the Middle School and High School and .0003 of the base per 25-minute increment at the Elementary School

Pay Rate 4
Curriculum Work/Supplemental Instruction
.0009 of base per hour

Pay Rate 5
Clubs
.0053 of base per club per year

Pay Rate 6
Contract Extension
Per Diem (1/180th of Schedule A Salary)

Pay Rate 7
Principal Designee
.0030 of base per day

Pay Rate 8
Professional Development Instruction/Training
.00075 of base per day

 

9.8.10  Release of Supplemental Assignment

The Board and Association acknowledge that Schedule B assignments are at-will. However, without changing said at-will employment status, the Board agrees the Schedule B “Check-out” form developed by the Schedule B Committee and attached hereto as Appendix F will be used by the building administration. If a bargaining unit member wishes to be relieved of a Schedule B assignment, said member shall make a written request.  Upon receipt of said request, the building administrator shall begin the posting process as outlined in Section 6.6.2.1 within seven (7) days.

 

Members on Sabbatical for Recipients of Distinguished Educational Award will also be on leave from their Schedule B assignment and will be returned to the same Schedule B assignment that was held by the member prior to the leave, provided that position still exists.

 

 

9.9 PRO-RATED BENEFITS

 

Benefits for each part-time bargaining unit member employed after June 30, 1984, or who becomes less than half-time after June 30, 1984, shall be on a pro-rated basis.

 

 

9.10 BENEFITS

 

The parties agree that any benefits relating to wages, hours, or conditions of employment as set forth in the agreement which are enlarged as the result of enactment of statutes by the General Assembly of Illinois shall be incorporated into this agreement, provided, however, that in a similar manner the Board shall receive the benefit in any agreement if any benefits as provided in this agreement are diminished by the enactment of statutes by the General Assembly of Illinois.  This provision applies to those benefits which have been mandated by the General Assembly of Illinois, and nothing herein shall require the parties to incorporate any benefits which have been made optional by statute.